Company manual of a dating agency
Maria Stewart, a partner at Austin law firm Brown Mc Carroll LLP, suggests in the Austin Business Journal that policies on dating should include a way to report relationships that have turned hostile, and that employers must be on guard against any circumstances that could amount to harassment.
She argues that any policy must be applied consistently and should set out clearly how decisions will be made.
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What’s not legal, though, is to always have women be the ones who have to leave.
If indeed that’s how your company does it, that’s sex discrimination and is illegal.
With a notification policy, the manager the relationship is being reported to must also be required not to disclose the information, to protect privacy. Employers could potentially be barred from banning workplace romances as a violation of the employee's constitutional right to privacy.
This is a written confirmation to management that any relationship taking place between employees is consensual. According to attorney Ray Gallo, writing for the Daily Journal, forcing an employee to chose between their job and their partner would constitute an invasion of privacy, while a requirement to inform the company of a relationship would not.
He says: “As for reasonable suspicion, the law does not impose any sort of standard that the employer must meet before taking action.With this type of policy, the employees would also have to notify you whenever a relationship ends.